DRUG-FREE WORKPLACE PROGRAMS
Working Drug Free Works!
Presenters Amy Ronshausen Drug Free America Foundation Karen Belanger Drug Free America Foundation Dr. Angel Prado Centros de Integración Juvenil (CIJ) Ergin Beceren Turkish Green Crescent
Drugs in the workplace
Impact to the U.S. Workplace
Additional Impacts
Opioids in the Workplace
Urine Drug Tests- for Combined U.S. Workforce, as a % of All Non-Negatives
Source: Quest Diagnostics Drug Testing Index: A comprehensive analysis of workplace solutions. Annual Report/Spring 2017
Survey of Indiana businesses
85% more injuries at work 78% increase in absenteeism 64% more disciplinary problems 55% industrial accidents
U.S. Marijuana in Workplace Testing • Marijuana positivity continued its upward climb in both the
federally-mandated, safety-sensitive and general U.S. workforces. • In oral fluid testing, which detects recent drug use, marijuana
positivity increased nearly 75 percent, from 5.1 percent in 2013 to 8.9 percent in 2016 in the general U.S. workforce.
• Marijuana positivity also increased in both urine testing (2.4 percent in 2015 versus 2.5 percent in 2016) and hair testing (7.0 percent in 2015 versus 7.3 percent in 2016) in the same population.
• Among the federally-mandated, safety-sensitive workforce,
which only utilizes urine testing, marijuana positivity increased nearly 10 percent (0.71 percent in 2015 versus 0.78 percent in 2016), the largest year-over-year increase in five years.
Source: Quest Diagnostics s Drug Testing Index: A comprehensive analysis of workplace solutions. Annual Report/Spring 2017
Urine Drug Tests- For Combined U.S. Workforce, as a % of All Non-Negatives
Marijuana
Source: Quest Diagnostics Drug Testing Index: A comprehensive analysis of workplace solutions. Annual Report/Spring 2017
Quest Diagnostics Drug Test Index
Drug-Free Workplace Programs
• Boost community prevention efforts • Educates on the harms of substance abuse • Encourage employees to not use illicit drugs • Support substance abuse recovery • Help businesses thrive
What do they do?
What is a drug-free workplace? • A workplace where "the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance is prohibited." - Drug-Free Workplace Act of 1988 -established the standards for drug-free workplace programs.
• Substance abuse is counter-productive to workplace safety, health, and productivity.
• Most U.S. employers strictly prohibit illegal drugs and alcohol at work.
• U.S. government has strict, mandated procedures affecting federally regulated administrations, government contractors and grantees.
Importance of drug-free workplaces • Studies conducted to determine efficacy U.S. Postal Service study showed financial benefit of program
• The Society of Human Resource Management and the
Drug and Alcohol Testing Industry Association study Reaffirmed results from earlier studies.
• What Will Legal Marijuana Cost Employers? - White
Paper by S. Rusche and K. Sabet, PhD Call to action.
Components of a drug-free workplace program
• Drug-free workplace policy
• Employee education
• Supervisor training
• Employee Assistance Program (EAP)
• Drug testing
Drug-free workplace policy • Main elements of an effective policy are:
Goals Definitions, expectations, and prohibitions Dissemination strategies Benefits and assurances Consequences and appeals
Employee education • Communicate the value of the employee. • Clearly communicate the hazards of substance use. • Explain the benefits of avoiding substance use. • It should also: Provide materials on the risks of misusing alcohol, prescription
drugs, and other drugs. Inform employees on how to avoid substance use problems. Provide general health promotion information on topics such as
stress management, healthful eating, and fitness.
Supervisor training • Know the organization's policy and program. • Be aware of legally sensitive areas. • Recognize potential problems. • Document. • Act. • Refer to appropriate programs. • Reintegrate.
Employee Assistance Program (EAP)
• Employer purchased benefit – voluntary. • Resource for employees and family to seek assistance or
self-refer for substance use issues. • Resource for employers to refer employees experiencing
behavior or substance abuse issues. • Second-chance agreement for employees. • Values employee and allows for return to work. • “Return on investment” could be 2:1 up to 26:1.
Drug testing • Ensure privacy, confidentiality, ability to disclose drug use. • Chain of custody and certified collectors. • National or state certified labs. • Methods: urine, blood, saliva, hair, sweat, breath alcohol. • Screening test and GCMS. • Laboratory vs. onsite/workplace. • Medical Review Officer verifies positive tests.
Implementing a program • Use all the components for the most effective program. • Copy to all employees & acknowledgements. • Posted around workplace & job vacancy notices. • Training & education. • Consistent application of the policy • Ongoing promotion of the program.
Legal issues • Tangled web of diverse laws for marijuana. • Most states have upheld employers’ rights. • Marijuana remains federally illegal.
Court cases - employers’ rights upheld • Coats vs. Dish Network, LLC (2015) Key court case decided in the Colorado Supreme Court (CSC)
upheld previous courts’ decisions. Nationally significant & strengthens employers’ rights.
• Garcia vs. Tractor Supply (2016) Federal court in New Mexico ruled the employer acted within its
rights. Employer rights upheld.
Court cases – employees’ rights upheld • Callaghan v. Darlington Fabrics, et al (2017) Rhode Island court ruled in favor of the plaintiff. Judge: employer discriminated in the hiring process.
• Barbuto vs. Advantage Sales and
Marketing, LLC (2017) Massachusetts Supreme Judicial Court overturned a lower court
ruling. Employer must accommodate an employee’s medical condition use
of medical marijuana.
Drug-free workplace programs are vital • Employees’ rights are protected. • Protects both employee and employer. • Supports recovery. • Focuses on health and wellness. • Fiscally positive for employee and employer.
www.ndwa.org
Drug-Free Workplace An Experience in Latinamerica
North America Map
Ilicit Drug Use Trends National Survey on Substance Use 2016
• Almost 26.1 millions drink with risk patterns (32.8%)
o 18.1 millions of men
o 7.9 millions of women
• 4.9 millions are alcohol dependent (6.2%) o 4.1 millions of men
o 800 thousand of women
• 17.3 millions are smokers (21.7%) o 12 millions of men
(National Addiction Survey 2016)
Substance abuse in Mexico (12-65 years population, 2016)
Treatment Program
Outpatient treatment
Inpatient treatment
Harm reduction programs
o Psychotherapy o Family therapy o Pharmacotherapy o Psychosocial reintegration
Preventive Program
Universal Prevention: Promotion of healthy lifestyles in general population from 10 to 18 years, parents and teachers.
Selective Prevention: Protection against risk factors and strengthening protective factors in at risk populations
Indicative Prevention: Early detection and referral, and brief counselling intervention to experimental substance users
Brief considerations on prevention of drug abuse at workplace
30% decrease in work performance
5 times more disciplinary sanctions than other workers
3 or 4 times more absenteeism
A fifth of work accidents related to alcohol use
Some consequences of drug use in the work context
(OIT, 2009; SSA, 2009)
Protecting worksites against drug abuse and its consequences
(Inter-American Drug Abuse Control Comission, 2010)
• Policies and regulations opposite to substance use
• Health and Safety Committees
• Early detection and referral
Specific drug abuse prevention
• Inter-personal relationships
improvement • Incentives for productivity • Human development programs • Increasing worker´s adjustment to
the working tasks and job satisfaction
Development and wellbeing promotion
INTEGRAL CARE OF DRUG ABUSE
AT WORKPLACE
FIRST MEETINGS
Stablishing links with companies or labor
unions
Clarification of demand and making of
agreements and commitments
DIAGNOSTIC ASSESSMENT
Identification of needs and available resources
Evaluation of substance abuse and risk factors
Referral of identified drug users
INTERVENTION
Option 1
Awareness
Strengthening protective factors
Informative sessions for workers
Non-smoking clinic
INTERVENTION
Option 2
Preventive habilitation
Strengthening protective factors
Non-smokin g clinic
Habilitation of staff members as
preventive agents
Brief training courses
INTERVENTION
Option 3
Skills development
Strengthening protective factors
Non-smoking clinic
Training of strategic staff
Guidance Guided reading and psychoeducational
activities
Drug use testing
INTERVENTION
Option 4
Empowerment
Strengthening protective factors
Non-smoking clinic
Training of strategic staff
Guidance
Drug use testing
Brief counselling
Prevention Goals
To reduce or erradicate tobacco, alcohol and drug abuse
To increase risk perception
To promote and reinfore healthy lifestyles and protective factors Interpersonal skills
Negotiation skills for conflict resolution
Assertiveness
Problem solution strategies Decision making Control of emotions
Coping skills
To reduce risk factors Depression
Family and interpersonal violence Mobbing Burnout
EVALUATION
In terms of planning, implementation, quality
and associated outcomes
FOLLOWING-UP
Booster sessions for improvement of
actions, continuity and changes reinforcement
CERTIFICATION
Concerned companies with drug abuse
prevention
For workers
Substance abuse reduction
Physical and mental wellbeing
Decrease of work risks and accidents
In workplace
Positive relationships between work partners and employers
Increasing life quality in worksite
Reduction of aggressive, passive or negative behaviors
Expected benefits
For productivity
Reduction of absenteeism, delays and staff rotation
Reduction of interpersonal problems at workplace
For companies
Reduction of operating costs
Reduction of insurance and medical expenses
Benefits go beyond the company limits
Expected benefits
Thank you very much for your attention!
www.cij.gob.mx www.cij.org.mx
98 YEARS AGO WE GIVE A PROMISE.
WE PROMISED
FOR A HEALTHY AND PEACEFUL LIFE.
THE PROMISE OF HOPE AND DETERMINATION IN THE FIGHT AGAINST ADDICTIONS
1920
Cigarette/Tobacco Alcohol Technology Gambling Drug
Working Area
Work Life Improvement Program Program
For Health and Happiness ..
Sustainable struggle with the addictions
Sustainable work life balance
Adding Value for the
Employees
Improving the Skills of Workers and Work Safety
Prevention Activities
Work Life Improvement Platform
The work life improvement program
for the formation of healthy and
happy workplace.
COMPANIES PARTICIPATING TO WIP
REFERENCES
SUPPORTERS
WIP MODEL AND AN ECOSYSTEM
Sustainable struggle with addictions Sustainable work-life balance Adding Value for the Society, Workplace and the Employees
Developping Health capabilities of employees
1.Tem
alar
EMPLOYEES
WORKPLACE
SOCIETY • WIP S trategy Policy
• WIP Leadership
• Good work environment
• Good management of the employees
Results
Results
Results
TOPIC - 1
‘Sustainable fight against addictions
SIMULATION OF THE WIP MODEL- 1 TOPICS
WIP STRATEGY/ POLICIES 2.1
We encourage our employees to not
use tobacco and drugs and to live
healthy.
Example:
SIMULATION OF THE WIP MODEL- / 2 Model Center- APPROACHE
SIMULATION OF THE WIP MODEL- / 2 Model Merkezi - APPROACH
WIP LEADERSHIP 2.2 Our WIP leader, has formed Healthy Life Teams to fight against tobacco and drug addictions
GOOD MANAGEMENT OF THE EMPLOYEES 2.3 Has established Healthy Living Notification System to get employees' opinions on tobacco
2.4 Has formed Clean Chambers in order to reduce tobacco and drug usage of employees için ‘’ oluşturulmuştur.
GOOD WORK ENVIRONMENT
It is evaluated according to the control list.
SIMULATION OF WIP MODEL / 2 Centers of the Model - RESULTS
The decreasing rate of employees who are substance users and/or smokers
The rate of transforming the time spared to smoke into productivity
The number of effective projects that are produced/ supported in the reduction of using drugs and /or smoking
Healthy and Happy Results
Employee 2.4
Office 2.5
Society 2.6
Scoring is done based on evaluation of the control list.
WIP RECOGNITION, APPRECIATION AND REWARDING
WIP is a start 0-250 score
THINKING ABOUT WIP
251 – 350 SCORE
STABLE IN WIP 351 – 450
SCORE
DIFFERENT IN WIP 451 – 550
SCORE
PERFECT AT WIP 551 – 1000
SCORE
1. L E VE L
2. L E V E L
THE SCHEDULE OF WIP
WIP is a start
The criteria of
evaluation with 7 items
THINKING ABOUT WIP
The criteria of
evaluation with 14 items
STABLE IN WIP
The criteria of
evaluation with 21 items
DIFFERENT IN WIP
PERFECT AT WIP
6 Months 6 Months 6 Months 6 Months 1 year
Application of the organization
to the Green Crescent
Forming the service level of the
organization to be established
Signing the service contract with the
organization
PARTICIPATION TO THE LEVELS OF WIP
Membership to the Work life
Improvement P latform
Performing the organization’s improving plan
The Feedback Report
PARTICIPATION TO THE LEVELS OF WIP
Determination the WIP maturity level
Model Training
MEETING POINT OF THE ONES WHO THINK GOOD
Thank you!